October 20, 2016
All Onboard! Onboarding for New Hire Retention
Recruiting and hiring the best talent is a rigorous, time-consuming process, and one that can be especially high-stakes when you are a small business in the midst of growing a strong workforce. And if your hiring decision is high-stakes, keeping your talent on-board is critical.
The Cost of Employee Turnover
Employee turnover carries a high cost, much of it hidden from the balance sheets but no less real. According to INC., the cost of losing an employee is roughly 150% of the employee’s annual salary. Some of these hidden losses include:
- Lowered productivity
- Overworked employees
- Replacement hiring, recruiting and training costs
Why Onboarding is Important for New Hire Retention
According to Small Business Trends, onboarding is a “crucial development opportunity.”
- It’s your chance to make a good first impression, establish expectations, and introduce the new hire to the company’s culture.
- A well-structured, organized onboarding program will reassure, not scare away, your new hire.
- Data from WaspBarCode affirms the importance of onboarding: new hires are “58 percent more likely to stay with the organization after three years” when a well-developed onboarding program is in place.
Tips to Keep Your New Hire Onboard
- Have a written onboarding plan and revise it as your company grows and your culture matures.
- Train your onboarders in the onboarding process so that they introduce the new hire to the company in a structured, organized manner.
- Give new hires time to acclimate and learn their position, the company, and culture. Slow and steady wins the race!
- Establish two-way communications. Give your new hire the opportunity to ask questions and clarify information.
A well-crafted onboarding program provides the long-term benefits of consistent expectations and a cohesive workforce. To start crafting your onboarding program, you can download a Standard Operating Procedure template from North Carolina State University.